Childcare Landscape Study - Flipbook - Page 29
Davidson County Child Care Landscape Study Results
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and annual pay for each full-time staff role appear in Table 4. Full-time staff work 2,080
hours per year. Teaching staff are compensated using a wage scale that provides increased
wages with additional education and experience. Therefore, the wages in Table 4 represent
the average wage, as calculated using the levels of education and experience of the ECE
staff reported on the Child Care Provider Survey.
Table 4: Wages of Full-Time Center Staff
Role
Count
Hourly Wage
Annual Pay
Director
1
$48.55
$100,989
Assistant Director
2
$36.48
$75,874
Administrative Assistant
1
$23.00
$47,840
Classroom Educator*
14
$32.64
$67,901
Rotating Assistant Educator*
3
$27.60
$57,409
Teaching Trainer*
2
$32.64
$67,901
Cook
1
$23.00
$47,840
Notes: * indicates that wages for this role use a wage scale weighted by current average levels of education and experience.
Annual pay figures are rounded to the nearest dollar.
Compensation for non-educators is scaled relative to other roles and, ultimately, the ALICE
Wage. Scaling roughly follows the salary hierarchy defined in the P5FS Model. Assistant
directors earn 22 percent more than the midpoint of the starting wages of classroom educators.
The classroom educator's starting wage is defined as 30 percent above the ALICE Wage earned
by entry-level staff. The director’s wage marks a 21 percent increase over that of an assistant
director, plus an additional 10 percent bonus recommended by the Child Care Workgroup.d
Teaching staff compensation is based on wage scales that adjust pay according to the educator’s
education and experience. For a detailed discussion of these wage scales, see Appendix A.
Rotating educators use a wage scale that begins at the ALICE wage for someone with a highschool diploma and no experience and increases that wage by up to 20 percent for higher levels
of education and by 1.5 percent for each year of experience (see Table A-1). Wages for
classroom educators and teaching trainers are 20 percent higher at each level of education and
experience (see Table A-2).
For all educators, cost computations are performed using a weighted average wage based on the
current distribution of education and experience among educators as reported in the Davidson
County Child Care Provider Survey (see Tables A-3 and A-4 in Appendix A).
d The intent of this bonus is to account for the additional business responsibilities faced by the portion of directors whose
center is not part of a multi-center business.
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